Senior Manager, Diversity, Inclusion and Accessibility (DI&A)

Alcohol and Gaming Commission of Ontario

Senior Manager, Diversity, Inclusion and Accessibility (DI&A)

As settlers, we're grateful for the opportunity to meet here and we thank all the generations of people who have taken care of this land - for thousands of years. Long before today, as we gather here, there have been Indigenous peoples who have been the stewards of this place.   

We acknowledge Toronto is covered by the traditional territory of many nations including the Mississaugas of the Credit, the Anishnabeg, the Chippewa, the Haudenosaunee and the Wendat peoples and is now home to many diverse First Nations, Inuit and Métis peoples. We also acknowledge that Toronto is covered by Treaty 13 signed with the Mississaugas of the Credit, and the Williams Treaties signed with multiple Mississaugas and Chippewa bands. 

We recognize and deeply appreciate their historic connection to this place. We also recognize the contributions of Métis, Inuit, and other Indigenous peoples have made, both in shaping and strengthening this community, and our province and country as a whole.  As settlers, this recognition of the contributions and historic importance of Indigenous peoples must also be clearly and overtly connected to our collective commitment to make the promise and the challenge of Truth and Reconciliation real in our communities, and in particular to bring justice for murdered and missing indigenous women and girls across our country.  ​

The Alcohol and Gaming Commission of Ontario (AGCO) has been entrusted with the crucial task of regulating Ontario’s alcohol, gaming, horse racing, and cannabis retail sectors in accordance with the principles of honesty and integrity, and in the public interest. The AGCO operates by upholding five guiding principles: implementing and enforcing equitable policies and procedures; maintaining a rigorous yet public-sensitive regulatory framework; prioritizing client and stakeholder needs; fostering education and collaboration; and providing a supportive work environment that recognizes staff contributions and promotes professional growth.

As a regulatory agency serving the people of Ontario, the AGCO is committed to delivering inclusive, accessible, and responsive services to the public and our stakeholders that are aligned with our organizational values of integrity, respect, accountability, and public interest. The AGCO continues to build an inclusive organizational culture to effectively serve the people of Ontario by integrating Diversity, Inclusion and Accessibility (DI&A) sustainably into their operations to enhance its organizational effectiveness and “People First” approach both internally and externally.

It is within the context of the pledge above that the AGCO invites nominations and applications for the role of Senior Manager, Diversity, Inclusion and Accessibility (DI&A), a position that will have an indelible impact on the future of the organization.

Reporting to the Director, Human Resources and Organizational Development, and with a dotted line to the DI&A executive sponsors (the Chief Administrative Officer, Chief Superintendent, Bureau Commander and Chief Communications and Service Experience Officer), the successful candidate will: prioritize culture by cultivating positive organizational change and embedding DI&A into the fabric of the organization; provide strategic thought leadership on DI&A, establishing measurable DI&A goals for AGCO and building leadership accountability through DI&A KPIs and metrics; partner with the talent management team to develop and implement DI&A learning activities while helping to develop strategies for attracting, developing, and retaining a diverse workforce; identify trends, and measure the effectiveness of the organizations DI&A strategy at different intervals each calendar year; and, provide ongoing strategic leadership to AGCO’s DI&A Committee and all those within the organization and externally who are engaged in DI&A activities. The Senior Manager will oversee the development of programs, policies, practices, communications, and training in support of the organization’s DI&A aspirations and objectives, and will create awareness, energy, and enthusiasm across AGCO around DI&A initiatives.

Qualifications

Among the qualifications being sought in candidates, the incoming leader must have a deep and abiding commitment to DI&A in all its forms and must believe, intrinsically, in the importance of leading with curiosity and welcoming ideas that can later be synthesized and turned into possibility. While all candidates are encouraged to apply and, in so doing, share how they see themselves adding value to the AGCO environment, the following credentials and/or experiences are seen as possible markers of the candidates most likely to realize success in the role: A) several years of leadership experience, with a significant proportion of this time leading a DI&A agenda; B) experience leading organizational change; C)strong familiarity with and understanding of legal and regulatory matters related to DI&A, preferably at the provincial level; D) experience developing, implementing, and facilitating inclusion initiatives, such as organization-wide diversity training, multicultural events, employee resource groups, etc.; and, E) a university degree from a recognized university along with a DI&A-related certification, or the equivalent combination of training and experience.

How to Apply

The AGCO is an inclusive and equal opportunity employer. The AGCO has the responsibility to lead by example in advancing racial equity and to build a diverse, inclusive, accessible and respectful workplace where every employee has a voice and the opportunity to fully contribute.  To this effect, you are encouraged to reflect upon the diversity you would bring to the role within your application including, but not limited to, individuals identifying with one or more of the under-represented groups identified within Ontario’s Human Rights Code.

The AGCO is partnering with BIPOC Executive Search to ensure an applicant list that is diverse and is as intersectional as possible. All interested applicants can send their resume to Helen Mekonen by e-mailing hmekonen@bipocsearch.com, or can apply through the BIPOC Executive Search mobile app.

In accordance with the AODA Act, for applicants living with a disability accommodation will be provided throughout the search process. Should accommodations be required, please make Helen Mekonen aware by using the above address.

We thank everyone for their expression of interest—and are truly appreciative of the time individuals put into applying—but with the limitations of time only those selected for an interview will be contacted